How to foster a culture of belonging and connection in the workplace

In a study of almost 12,000 participants, Herbert found that organisational belonging means: “having a connection, feeling like a valued team member; a perception they can be themselves at work; and a belief that their company is one where everyone can succeed to their full potential, no matter who they are.”????

Despite investments in diversity and inclusion initiatives, many still feel isolated at work – with a 2022 survey showing that 82% of respondents felt lonely at work and 46% were likely to leave their jobs because of this. For members of the LGBT+ community and other marginalised groups, feelings of loneliness and disconnection are even more apparent and can also be heightened if they work remotely.???

Ultimately, the solution lies beyond pizza and ping pong. Employees yearn for belonging and the ability to simply be themselves at work, which isn't possible without fairness, inclusion, equality, and diversity engrained within your organisation. If you’re looking to foster a sense of belonging and connection in your workplace, read on to discover our key strategies.???

Provide psychological safety????

Psychological safety is the perception that a given environment is conducive to interpersonal risk-taking, where employees can ask questions, raise concerns, admit mistakes, and offer ideas. Employees are unlikely to speak up in these ways unless they receive signals from leaders and colleagues that they will receive positive reinforcement when doing so. According to the CIPD, 16% of LGBT+ workers versus 10% of heterosexual workers reported feeling psychologically unsafe, which rises to 18% for trans workers.????

To enhance psychological safety in the workplace, leaders must model vulnerability by openly sharing their experiences, create safe spaces for open communication and discussion, recognise and celebrate efforts and achievements, and address issues promptly and fairly.???

Gain buy-in from senior leadership???

Organisations must train all employees and managers on emotional intelligence, effective communication, and conflict resolution to equip teams with the skills needed to maintain a psychologically safe environment.????

Managers should also understand the value of inclusion, understanding differences, and the positive impact belonging has on employee wellbeing and workplace performance. To reduce feelings of disconnect, managers must be able to spot the signs within their employees and be confident to speak up and act for those treated unfairly, including employees who work remotely or within a hybrid arrangement.???

Encourage allyship???

It's often challenging to identify exclusion as a third party as it is happening. However, a valuable intervention strategy would be to provide employees with an ally or mentor to reduce the potential of exclusion. Allies and mentors can share stories about how they managed similar challenges and provide guidance, support, and advocacy.???

As an employer, you can facilitate mentorship programmes to pair employees from underrepresented groups with allies. Consider acknowledging and rewarding employees who demonstrate allyship via formal recognition or shout-outs in meetings to encourage uptake.???

Invite employee feedback???

Leaders and organisations should invite employee feedback and take it seriously. Workers need to feel like they belong to something they value and have the power to bring about change if needed.????

For underrepresented groups who feel less comfortable providing feedback, ensure they have access to voice mechanisms they feel comfortable using - their insight and challenge are critical for progress. For example, LGBT+ employee resource groups or staff networks provide employees with a safe space to collectively raise important issues and suggestions to improve inclusion and diversity.???

Create a sense of shared purpose????

Create a shared purpose in the workplace by clearly defining and communicating your mission and vision and how everyone can contribute to these objectives, involving employees in goal setting where possible. You can also encourage cross-departmental collaboration by creating opportunities for employees from different departments to work together on projects and initiatives to break down silos and foster a sense of unity.????

To reaffirm this sense of togetherness, remember to communicate regularly and keep all parties informed of developments, achievements, and challenges through regular meetings, newsletters, and internal platforms.?

Making real progress in inclusion and diversity requires a sense of curiosity, courage to learn and challenge poor behaviour, and continuous review of policies and practices. Secondly, managers and employees must understand the nuances of people’s lived experiences and build confidence that they will stand up for employees treated unfairly. Adopting the above strategies will help foster a culture of belonging and connection for all, enabling employees to be authentically themselves at work and reach their full potential.???

Sources?

CIPD - Inclusion at work: Perspectives on LGBT+ working lives ?

APA - A sense of belonging is crucial for employees. How employers can foster connection and social support ?

Taylor & Francis - Organizational belonging: proposing a new scale and its relationship to demographic, organization, and outcome variables ?